Understanding the passive job seeker
Passive job seekers already have jobs, and they’re not necessarily in a rush to find a new one. Passive seekers can afford to be selective about the opportunities they investigate. This talent pool needs something to pique its interest.
Whether it’s by job postings, direct contact, or knowledge of your current employees’ work experience, you need something to encourage them to consider a position with your company worth the upheaval of changing jobs.
What do you have to offer? Is it better pay and/or benefits, an easy or more flexible schedule, work-life balance, professional development, or the opportunity to work from home? Because passive job seekers aren’t just looking for a new job. They are looking for real change.
Why passive job seekers are worth the effort
Is your ideal employee already employed elsewhere? Consider the rationale behind seeking out the passive job seeker.
Census data shows most people who accepted a new job in the past year weren’t actively searching for one. Engaging such candidates allows you to broaden your talent pool and reach out to your target qualified employee.
With passive job seekers, you can concentrate on those with demonstrated competence in their field — even if they’re not quite ready to make a leap. You can diversify your workforce by looking beyond your applicant file — and even the typical limits imposed by location — for passive candidates who come with the right experience and possess the desired skills.
Engaging the passive job seeker
Appealing to the passive job seeker requires time, commitment, and strategy. Because they are not actively submitting job applications, you must find other ways to connect. Consider these options:
Build your online presence. Use social media to increase your company’s visibility. LinkedIn is an excellent tool, but make use of other venues to increase your reach. Twitter, Facebook, and Instagram provide chances to promote your company to potential employees. Focus on areas of interest common to passive job seekers: company culture, professional development, diversity, and flexibility.
Build a referral program. Every current employee and recent hire has an extensive network of potential recruits. Make sure employees are aware of the rewards of referring a new candidate, and devote resources to giving workers good reasons to recruit. Referral programs can yield high-quality candidates and leverage your current employees to recruit passive job seekers for you. Make sure that referral programs fit within the diversity and inclusion goals of your company and are contributing to expanding talent pools versus drawing from the same well over and over.
Make use of job boards and database services. Search recruiting databases for criteria specific to your needs, including relevant skills, training, location, and work history. Résumés remain in databases even after someone has accepted a job offer. A candidate who has worked elsewhere for a time is one who has gained experience and growth and may be ready for a new opportunity with your company.
Tailor the application process. Recruiting the passive job seeker is an ongoing process. A streamlined application and personalized interview are appropriate techniques for candidates who are selecting — as opposed to seeking — a job. In this case, the purpose of recruiting is to build a relationship with the candidate. An ongoing commitment to communication is vital to your efforts. Consistent updates about positions and opportunities keep your company top of mind with passive candidates.
Maintain a healthy company culture. New candidates need to see your company’s positive environment and recognize it as a place where they can realize their goals. Communication with candidates should carry consistent messages about opportunities for advancement, professional development, career potential, and the supportive and diverse culture you’ve built for your company. Most passive candidates are looking for a healthy “culture fit.” Make sure your business meets their expectations.
Remember passive job seekers will only leave their current positions for jobs likely to increase their job satisfaction. They want to know they will love their new position before they risk making a change. Once you find these candidates, take time to facilitate communication. Be transparent about your company’s ability to provide what they want and need, and balance persistence with respect for their decision-making process.
Terra Staffing Group is here to help your company with all your human resource and recruiting needs. Contact us today to learn more about expanding your talent pools and how we can help you target passive job seekers.